Jennifer Good is President and Chief Executive Officer of Trevi Therapeutics, Inc. (TRVI). The company reported total compensation of $3,944,892 for fiscal year 2025.
| Salary | $622,382 |
|---|---|
| Bonus | $343,750 |
| Stock awards | $0 |
| Option awards | $2,968,260 |
| Non-equity incentive plan | $0 |
| Pension and non-qualified deferred compensation | $0 |
| All other compensation | $10,500 |
| Total | $3,944,892 |
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed, without adjustment.
Cited to the compensation disclosure Trevi Therapeutics, Inc. filed April 21, 2026, accession 0001193125-26-166695.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2025 | President and Chief Executive Officer | $622,382 | $343,750 | $0 | $2,968,260 | $0 | $0 | $10,500 | $3,944,892 |
| FY2024 | President and Chief Executive Officer | $607,930 | $368,974 | $0 | $1,601,781 | $0 | $0 | $10,350 | $2,589,035 |
Totals as disclosed in each year's own compensation disclosure for Trevi Therapeutics, Inc..
| Peer-group chief executive median | $6,133,943 |
|---|---|
| Difference from that median | $-2,189,051 |
| Percentile within the disclosed peer group | 15th |
| Peers with a disclosed figure | 13 |
Medians and percentiles are computed across the peer group Trevi Therapeutics, Inc. discloses in its own compensation disclosure.
| Named executive officer | Role | FY2025 total |
|---|---|---|
| Jennifer Good this page | President and Chief Executive Officer | $3,944,892 |
| James Cassella | Chief Development Officer | $1,637,220 |
| Farrell Simon | Chief Commercial Officer | $1,355,897 |
The company's named executive officers for fiscal year 2025, and what it reported for each. See the full Trevi Therapeutics, Inc. compensation brief.
Jennifer Good's compensation sits inside Trevi Therapeutics, Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.